Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.

Frequently asked questions by topic

Now In: Pay and benefits > Maternity pay
Matched 27 items. Showing page 1 of 2.
1  2  Next

Navigate the FAQ service by selecting topics and subtopics, by searching or by browsing recent FAQs. >more

Back to topics

How does an employer determine an employee's right to statutory maternity pay?

How is "expected week of childbirth" defined?

What is included in a woman's "normal weekly earnings" for the purposes of calculating statutory maternity pay?

Where a pregnant employee has two jobs will she be entitled to statutory maternity pay from each employer?

If a part-time employee temporarily increases her hours for a period prior to her maternity leave, on what basis should her maternity pay be calculated?

If an employee is in receipt of sick pay during the period for the calculation of statutory maternity pay, is her maternity pay calculated on her actual pay or the pay that she would normally have received?

Can statutory maternity pay be paid in a lump sum at the start of maternity leave?

Where an employee is off sick when her maternity leave is due to start will her sick pay continue or will she transfer to maternity pay?

Should allowances such as travel allowances and car allowances be used in the calculation of statutory maternity pay?

Does an employee still qualify for statutory maternity pay if she leaves her employment?

If an employer dismisses a pregnant employee as redundant is she still entitled to receive maternity pay?

An employee will qualify for statutory maternity pay (SMP) if she has 26 weeks’ continuous employment by the 15th week before the expected week of childbirth (EWC), and earns at least the lower earnings limit for national insurance purposes. She must give the employer 28 days' notice of the date on which she expects liability to pay SMP to begin, and must submit medical evidence to the employer on a MAT B1 form.

An employee who meets these qualifying conditions, and continues in employment into the 15th week before her EWC, will be entitled to her SMP if she is dismissed or resigns after that point. This includes a dismissal for redundancy, in which case the employee will also be entitled to a redundancy payment, if she meets the relevant eligibility requirements. The employee is also entitled to continue to receive her SMP if she is dismissed or resigns once her maternity pay has started.

Want to see more?

Log In

XpertHR provides answers to more than 1,000 FAQs. But that's not all - book a demo today to find out how we can immediately benefit your business

Compliance

Keep on the right side of employment law

Good Practice

Engage your people to achieve your objectives

Benchmarking

Measure, monitor and match best practices

Book
a Demo

Where an employee does not qualify for statutory maternity pay can her employer stop providing her contractual benefits during maternity leave?

Can an employee who has not been employed by her employer for 26 weeks by the qualifying week claim any financial assistance throughout her maternity leave?

Where an employee who has given notice of her resignation notifies her employer that she is pregnant during the notice period will she be entitled to statutory maternity pay?

If a pregnant employee is made redundant before commencing maternity leave can her employer pay her statutory maternity pay in one lump sum?

Where an annual pay rise coincides with an employee's maternity leave will this affect her maternity pay?

If an employer dismisses a pregnant woman for gross misconduct must it still pay her maternity pay?

Is an employee who suffers a miscarriage eligible to receive SMP?

Where a baby is born before 24 weeks of pregnancy but lives for a short period only, will the mother be entitled to maternity leave and pay?

On what day of the week does statutory maternity pay start?